While it is true that this is a problem at all levels of the organization, it is even more so when it comes to managerial positions, since they are the ones who, on a day-to-day basis, will be in charge of the management and administration of the company. . To solve these deficiencies and difficulties in the hiring processes, outsourcing personnel selection is a safe bet.

What Is The Outsourcing Of The Selection of Executive Personnel And Managers?

The outsourcing of personnel selection involves contracting the entire selection process or part of it to an external company specialized in searching for professionals. This acts as an intermediary between the organization and the candidates, who have been carefully selected thanks to the specialized recruitment infrastructure. The company specialized in human resources itself captures, receives, and screens the different profiles it accesses and then delivers a report to the organization detailing the selected profiles and the additional assessments made in this regard.

In the case of hiring senior positions and managers, having an intermediary specialized in selection processes is extremely important to access the best available profiles. Considering that these types of situations are the ones that define the direction that companies and the teams that comprise them take, resorting to professionals specialized in talent detection who are in contact with numerous candidates is a way of broadening horizons and maximizing opportunities—chances of success.

Keys To Successfully Outsource The Selection of Highly Qualified Personnel

Outsourcing staff selection processes has several advantages that make it the best option when starting a recruitment process:

• A company specialized in human resources will always be better prepared to find and recruit the ideal candidates for the vacancy you have in your company because they dedicate themselves to it day by day. They know where to look, what to ask, what to expect, and the next step. But, in addition to being familiar with the recruitment process, the candidates themselves come to these organizations to look for new job opportunities, so their database is huge.
• The number of contacts available to human resources companies is immense, so the selection processes become shorter. In addition, they can locate and evaluate candidates in record time due to their experience in the sector. For this reason, when you have a management or management vacancy, turning to a company dedicated to personnel selection will help you find the best candidate for the position in a short period so that the daily activity of your business is not affected.
• By outsourcing the recruitment process, you will save costs for your business. On the one hand, because fixed expenses will be reduced; on the other, because a company that is an expert in recruiting talent guarantees that you are going to fill the vacancy you have in a short period and, therefore, you will not have to bear the costs generated by not having jobs for weeks or months at a time. Someone for that position.
• The company’s productivity increases because companies specialized in recruiting candidates can detect talent easily. Having professionals who understand both the needs of your business and the specifications of the job you are looking to fill and who are used to attracting talent will help ensure that the incorporations you make are always aimed at improving the efficiency of your company. This is especially important when recruiting staff for senior positions since a large part of the efficiency and productivity of a company is determined by how management is carried out.

• Employers will save time because they won’t have to process inappropriate applications and spend hours calling applicants and conducting interviews. The time they would lose in this process can be used to carry out other types of activities that are more productive for the business. Thus increasing the efficiency of the human resources department and confident executive and management positions usually present at some stages of the selection process.
• Outsourcing guarantees the confidentiality and total objectivity of the process, avoiding the biases of the client company itself.
• Also Read: Why Outsourcing Is a Good Option For Your Business

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Artificial Intelligence In Recruiting

Artificial intelligence (AI) can support recruiting in various ways: Chatbots are used, which – similar to Siri or Alexa – can answer fundamental questions about a position or a company.

In addition, such an assistant can support creating a job advertisement based on all job advertisements on this topic.

And last but not least, applications can be analyzed and rated based on experience with successful employees in the relevant area, including an analysis of the appearance in social media and online.

Even interviews can be conducted by AI technologies, which can be dragged to fitness over the voice, the choice of words or facial expressions, and other features to conclude.

Recruiting departments are increasingly dealing with digital tools to manage unstructured interviews, assessments, personal recommendations, and a lot of data in an effective and structured way. Recently, tools have been pouring onto the market that use AI and data-driven algorithms to facilitate or even take over the search for suitable candidates.

In the age of digital transformation, everyone is talking about AI. So it makes sense to transfer this approach to the topic of IT recruiting as well. Unfortunately, existing tools are still in their infancy and will probably not be the panacea for finding talent in the future.

Analysis Data Is Backwards-Looking

The basis of AI technologies in recruiting is usually based on the attributes of the previous “top performers” in the company or other companies. Then we are looking for applicants who have the same characteristics.

Data analytical approaches are based on previous experience. So if men were more likely to have worked in this job in the past, an algorithm could inadvertently lead to a strengthening of men in the job.

New properties that are supposed to drive innovations that have not yet been recorded in any algorithm are ignored.

Insufficient Data Is Available.

To use comprehensive AI tools in recruiting at all, huge amounts of data and empirical values on positions, companies and the respective employees with all their characteristics and performance evaluations are required.

This hurdle can be overcome in the future. However, it will be some time before the relevant data from companies and employees is available in a wide variety of contexts.

Cultural Fit

The theme of gut feeling and cultural fair play in recruiting remains a big role, especially since most of our decisions are controlled subconsciously. AI technologies in HR advertise greater fairness and transparency in recruitment, which certainly also offers opportunities.

On the other hand, emotions, team fit and other factors that algorithms cannot fully capture can still be assessed much more efficiently by people.

Data Protection & Discretion

The analysis of an applicant’s qualifications may not be viewed critically. If, however, emotions, facial expressions, profiles in social media and the web, etc., are analyzed – then the question of data protection arises in addition to the likely low acceptance.

Conversely, when it comes to chatbots, the question arises as to whether companies are willing to answer internal company questions to every website visitor via a chatbot.

The initial personal interview, for example, with the headhunter, is much more discreet and only reveals insider information to selected people.

Candidates Find The Use of AI in Recruiting To Be Unappreciative.

We are currently experiencing a candidate market that is determined by applicants, especially in the MINT area. Therefore, one should ask oneself to what extent AI technologies benefit the CANDIDATE.

While chatbots and preselection of application documents still meet with acceptance, the use of AI telephone interviews and personality profiles is rejected by most applicants.

Especially for positions where there are only a few applicants, AI technologies are more likely to deter applicants. If a candidate first has to talk to a machine before a person takes time for him, it feels more like a number in the system than appreciation.

Also Read: Top Reasons To Invest In Chatbots & Automation & CRM Software

Summary

Artificial intelligence is an exciting field that is already partly a reality today in online recruiting and will continue to support human recruiters in their work and make them more efficient in the future. AI tools can be useful additions to a company’s HR.

A preselection of applications or the initial assessment of characteristics of a candidate can provide excellent support and relief for the HR department.

For simple jobs, AI can also be suitable for the initial interview. In the highly specialized field, where the worker drives the market, the human factor will be crucial at a very early stage in attracting a candidate’s interest. The use of AI will only be marginally worthwhile here.

Overall, decision criteria and skills such as sensing talent, cultural fit and knowledge of human nature will hardly be replaced by AI technologies in the foreseeable future.

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